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Training and DevelopingEmployees

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EMPLOYEE TRAINING VALUE

Job complexity

Job changes

Employee diversityLearning designed to

produce a change

Employee training

Skills needed to do thejob at hand

Employeedevelopment ????????

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5: TRAINING - LEARNINGPRINCIPLES

Motivation

Feedback

ReinforcementPractices improves

performance

Transferable

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6: TRAINING NEEDS

Organization goals

Tasks to complete

those goalsBehaviors needed to

perform those tasks

Employee deficienciesin

Skills

Knowledge

Abilities

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6: BEFORE YOU TRAIN..

MAKE SURE

PERFORMANCEDEFICIENCY IS DUETO LACK OFTRAINING

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6: TRAINING APPROACHES

(ON-THE-JOB)

Strengths

Simple

Actual jobWeaknesses

Productivity

Mistakes

TypesApprenticeship

Job instructiontraining

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WHATIS OJT

KNOWLEDGE / SKILL TRANSFER

THROUGH

INFORMAL MEANSIN

REAL ENVIRONMENTBY

REPETITIVE PROCESS

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MOREABOUT OJT

TRAINING STYLE NOT RESTRICTED TO ANY STANDARD TIME,

METHODOLOGY, SEQUENCE OR EVALUATION METHODOLOGY

NO CLASS ROOM TRAINING ( class room training may be

applicable to certain departments)

REPETITIVE PROCESS TO GAIN DESIRED LEVEL OF SKILL BEFORE

ONE CAN BE DECLARED INDEPENDENT WORKER

MAINT / PRODUCTION DRIVES OJT

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Advantages

i. Training can be delivered at

optimum time and at site of workii. Trainee will have the opportunity to

practice immediately

iii.Immediate feedbackiv.Training by colleagues

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OJT ORGNIZTION

Trainee the mostimportant person

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Stages of On-the-Job Training

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6: TRAINING APPROACHES

(OFF-THE-JOB)

Classroom lectures

Films and videos

DemonstrationsCase studies

Simulations

Programmedinstruction

Interactive video disks

Virtual reality

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6: AND..

Computer-basedtraining

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6: EMPLOYEE

DEVELOPMENT

Future oriented

Education, not

trainingReasoning, decision

making

Personal growth

All employees, notjust managers

E l D l t

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Employee Development

Methods

Job rotationAssistant

to positions

Committee

assignment

Lectures

& Seminars

Team buildingThird-party

interventions

Coaching

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6: EMPLOYEE

DEVELOPMENT METHODS

Job rotation

Assistant-to positions

Committeeassignment

AND

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6: EMPLOYEE

DEVELOPMENT METHODS

Lectures andseminars

AND.

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6: EMPLOYEE

DEVELOPMENT METHODS

Coaching

Simulations

Outdoor training

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7: ORGANIZATION

DEVELOPMENT

Goal is to helporganizations(people) adapt tochange

Change affects

Technology

SystemsPeople

Processes

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7: ORGANIZATION

DEVELOPMENT GOALS

Help employees adaptto change

Build acceptance of

new cultureGenerate support for

whatever actions needto be taken

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7: ORGANIZATION

DEVELOPMENT METHODS

Climate surveys

Team building

Third-partyinterventions

Change agents

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7: OD - THE LEARNING

ORGANIZATION

ORGANIZATIONDEVELOPMENT

BECOMES

ORGANIZATIONALTRANSFORMATION

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8: EVALUATING TRAINING

AND DEVELOPMENT

NEEDS TO BE MORETHAN JUST FUN

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8: EVALUATING TRAINING

AND DEVELOPMENT

Cost effectiveness

Deficiencies corrected

Productivity measured

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8: PERFORMANCE-BASED

EVALUATION MEASURES

Post-trainingperformance method

Pre-post-trainingperformance method

Pre-post-trainingperformance withcontrol group method

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8: POST-TRAINING

PERFORMANCE

Train

Evaluate performance

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8: PRE-POST-TRAINING

PERFORMANCE

Establish/identify

baseline

Train

Evaluate performance

8 PRE POST TRAINING

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8: PRE-POST-TRAINING

WITH CONTROL GROUP

Establish/identifybaseline

Control groupHold out some

subjects

Do nothing to them

Train the restEvaluate performance

of both groups

Compare results

8 INTERNATIONAL

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8: INTERNATIONAL

ISSUES

Training

Culture

Language

Techniques

Development

Necessary for

executivesExpatriates